Why should we hire a female apprentice?

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Why should we hire a female apprentice?"

Transcription

1 : Consider a female apprentice. Why should we hire a female apprentice? We re glad you asked, because hiring women is a brilliant way to solve the growing shortage of skilled workers. It s not just about equality it makes good business sense. Women have an excellent track record in trades, technology and science occupations. Progressive workplaces know that hiring women can improve their productivity and their bottom line and make their company more attractive to the talented, successful employees we re all looking for. 7 REASONS TO HIRE A FEMALE APPRENTICE 1. You can choose from a larger pool of talent. In fact, you can tap the untapped wealth of the great Canadian workforce. Over 50% of Canadians are women, and most are under-utilized in the skilled trades. Which is unfortunate because the best person for the job has nothing to do with gender it s attitude and willingness to learn. Women are not just capable, responsible and hard-working. They have the intelligence, ingenuity and eye for detail that every job site needs. 2. Revitalize business with a fresh outlook. Women see things differently, and that s good. With different life experiences they can offer new perspectives, new approaches and a fresh outlook. This can do more than improve performance and productivity it can inspire better work processes, unexpected solutions, even new products and services. By challenging accepted views, women can help you innovate for a real competitive edge. 3. Improve your market reach. If you have women customers, you need women staff. Women influence 80% of consumer purchases in Canada, and they re a growing proportion of trades and technology clients too. Women employees understand the needs of women clients and can help you identify new opportunities and markets. 4. Improve your public image. Cultivating a diverse workplace that mirrors the community will enhance your reputation for corporate social responsibility. It may even bring you positive publicity and a competitive edge when competing for tenders. 5. Attract more skilled workers. By hiring a woman in a skilled trade, your company could emerge as an employer of choice to attract the best employees. 6. Improve morale and employee retention. When women are accepted and accommodated in the workplace, they stay longer. And any improvements you make to accommodate women will affect your whole shop. Employees who have a voice and feel respected are more likely to stay committed to your company. Ensuring good health and safety standards and balancing work and home can increase everyone s job satisfaction to reduce absenteeism and enhance retention. And remember, it s worth the effort it costs many times more to find and train replacement staff than it does to provide conditions to satisfy existing personnel. 7. You may be able to access funding. As with other apprentices, the government supports hiring women apprentices in industry. Ask your local Apprentice Authority if there are tax-based financial incentives for businesses in your province or territory. WHERE TO FIND A FEMALE APPRENTICE: Apprentice Authority Contact your local apprenticeship and industry training office. Skills Canada Contact Skills Canada in your province or territory and arrange to set up a booth at the Young Women Exploring the Trades and Technologies Conference. High schools Contact local schools and ask if any young women would be interested in apprenticing with your company. Career fairs Attend career fairs at local high schools or post-secondary institutions. Career ads Advertise in your local newspaper or on the Internet. Local or National Organization Talk to a Women in Trades and Technology organization such as WITT, CCWESTT, Women Unlimited, and Women Building Futures. Your provincial/territorial apprenticeship branch office can provide you with contact information. 1

2 How do we recruit and retain a female apprentice? Women want the same things as men. A challenging and rewarding career in a safe and healthy working environment with equal pay and benefits. Opportunities to meet their personal potential and gain respect, self-esteem and a feeling of belonging. Help in obtaining professional development to advance their careers. And a reasonable balance between work and home life. 7 WAYS TO DO IT WELL 1. Create inclusive hiring policies and procedures. Use gender-neutral language in your job descriptions and recruiting materials, and include images of women employees in your website, ads and brochures. Remove all gender bias from interview questions, and make your hiring panel representative of the women you want to hire. 2. Prepare your workplace and work policies. While women are as capable as men they come with some common sense needs. For instance, does your shop have a women s washroom? Do your policies accommodate all employees needs to juggle work and family life? 3. Hold a welcome orientation. It is important to send a clear message that your company welcomes women and will not tolerate bias or discrimination. Hold a session to welcome your apprentice and introduce her to employees, managers and union officials. Explain how everyone fits in. Outline your workplace culture and work patterns, and provide basic training and safety procedures to jump start her productivity. 4. Encourage support from her colleagues. A woman apprentice often finds herself isolated on the shop floor. She depends on co-workers to share their know-how, so give her a chance to develop positive workplace relationships. Crush any notion that women are not smart enough or strong enough to work in the trades, and encourage peer recognition of the apprentice s efforts. 5. Systematically appraise and recognize her performance. As you would with any employee, give your female apprentice a professional job description that states the required skills, responsibilities and expectations of performance. Then encourage her to build her skills based on her own self assessment. Use performance appraisals as a chance to emphasize business priorities and build a culture of learning in your whole company. 6. Help her plan a career. Help your apprentice map out a changing and rewarding career, and outline a plan to advance in your company. Assess her aptitudes, explore her career plans, and identify promotion paths within the job. Then set goals together and plan skill development opportunities that recognize her unique needs and circumstances and make the most of her natural talents. 7. Encourage her professional development. Make an effort to create new challenges and responsibilities that build on your apprentice s different skill levels. Allow her to be away from work up to a week per year, without loss of pay, to train and network with other women. You may be able to access funding to pay some of these expenses. While you re at it, encourage all your staff to improve their know-how. Technology is developing rapidly and the skills of your workforce can quickly become outdated. Keep everyone well qualified by providing opportunities for continuous learning (especially during slow periods and production downtime). Now complete Section 4 Worksheet. 2

3 : WORKSHEETS Consider a female apprentice. Use these worksheets to collect your thoughts about hiring a female apprentice. Make copies and give them to your journeypersons and staff and get their ideas too. Then bring everyone together and compare notes. It s important that you have full staff support to make your program a success. 4.1 SHOULD WE HIRE A FEMALE APPRENTICE? Employers tell us that women employees give a definite advantage. If any of these benefits could help your business, check the left-hand column, and use the right-hand column for questions or comments. HERE S WHAT OUR COMPANY CAN GAIN FROM HIRING A FEMALE APPRENTICE. Access a bigger pool of talent Revitalize our business with a fresh outlook Improve our market reach Improve our public image Attract more skilled workers Improve morale for all staff We may be able to access funding 3

4 4.2 WHO CAN HELP US FIND A FEMALE APPRENTICE? Our provincial / territorial Apprenticeship Authority Skills Canada s Young Women Exploring the Trades and Technologies Conference. Career fairs at local high schools or post-secondary institutions. Put career ads in our local newspaper or on our website. See our Local or National Organization. Other? 4.3 DO OUR MATERIALS AND ACTIVITIES ATTRACT WOMEN? Do they use gender-neutral language and include images of women employees? Have we removed gender bias from job descriptions? Do we have women on our hiring panel? Have we removed gender bias from our interview questions? 4

5 Here is a reminder checklist of what s involved in hiring a female apprentice. Use the space to write down any questions or concerns you have about each point, and explore constructive solutions or adaptations to make female apprentices work in YOUR company. Got a great idea? Let us know at 4.4 WELCOME THE FEMALE APPRENTICE. Prepare your workplace and policies Make sure you have a women s washroom on the job site. Ensure your policies accommodate the need to juggle work and family life. Hold a welcome orientation Send a clear message that your company welcomes women employees. Introduce her to employees, managers and union officials. Outline job duties and workplace culture. Jump start with basic training and safety procedures. Encourage support from her colleagues Give her a chance to develop positive workplace relationships. Encourage peer recognition of her efforts. 4.5 CARE FOR HER CAREER. Systematically appraise and recognize her performance Give her a professional job description. Encourage self-assessment to build her skills. Use performance appraisal to stress business priorities and encourage innovation. Help her plan a career with your company Explore her aptitudes and identify promotion paths within her job. Set goals and plan skills development opportunities. Encourage her professional development Provide extra opportunities for learning during slow periods. Give her time off work to train and network with other women. 5

Take me through the process.

Take me through the process. : What does it take to create an Apprenticeship program? Take me through the process. 10 STEPS TO IMPLEMENT YOUR APPRENTICESHIP PROGRAM 1. Decide what skills you need and what you can provide. To begin,

More information

Closing the Wage Gap

Closing the Wage Gap Closing the Wage Gap Closing the Wage Gap Presentation Overview: I. What is the Wage Gap? II. III. IV. The Cause and Contributors to the Wage Gap Why Address the Wage Gap? Benefits V. Wage Gap Five Year

More information

It s not just a talent gap it s a gender gap

It s not just a talent gap it s a gender gap It s not just a talent gap it s a gender gap The global focus on attracting more women into the oil and gas industry is not just about creating a more diverse workforce, it is of vital importance if we

More information

An employer s guide to employing someone with disability

An employer s guide to employing someone with disability An employer s guide to employing someone Introduction Australia s workforce is constantly changing to prepare for, and respond to our future economic, environmental and social goals. The population is

More information

The Employment Cycle advice for management and human resources teams

The Employment Cycle advice for management and human resources teams 3. The Employment Cycle 25 3 The Employment Cycle advice for management and human resources teams Toolkit 26 3. The Employment Cycle 3 The Employment Cycle advice for management and human resources teams

More information

Hiring Canadians FIRST: What our industry is doing to hire unemployed and underrepresented Canadians FIRST

Hiring Canadians FIRST: What our industry is doing to hire unemployed and underrepresented Canadians FIRST Hiring Canadians FIRST: What our industry is doing to hire unemployed and underrepresented Canadians FIRST Introduction In the wake of ongoing public concern in regard to Canadian unemployment levels,

More information

Lifestreams Christian Church (LCC) Child Care Centre. Educator/Staff Performance Management Policy

Lifestreams Christian Church (LCC) Child Care Centre. Educator/Staff Performance Management Policy Lifestreams Christian Church (LCC) Child Care Centre Educator/Staff Performance Management Policy Policy Number: /2013 Rationale and Policy Considerations The education and care service understands that

More information

What is Workplace Diversity? Accepting Diversity in the Workplace Managing Diversity in the Workplace The Importance of a Diverse Workforce

What is Workplace Diversity? Accepting Diversity in the Workplace Managing Diversity in the Workplace The Importance of a Diverse Workforce What is Workplace Diversity? Accepting Diversity in the Workplace Managing Diversity in the Workplace The Importance of a Diverse Workforce Identifying Top Talent - Recruiting from a Diverse Pool of Candidates

More information

Diversity Training The main goal of this session is to help you understand the importance of diversity in the workplace and how you can support it

Diversity Training The main goal of this session is to help you understand the importance of diversity in the workplace and how you can support it Diversity Training The main goal of this session is to help you understand the importance of diversity in the workplace and how you can support it for everyone s benefit. By the end of the session, you

More information

Strategic human resource management toolkit

Strategic human resource management toolkit 19 205 Strategic human resource management toolkit The purpose of the toolkit is to provide the basis for conducting a strategic review of human resource management practices in order to develop and implement

More information

Supporting Women in Leadership

Supporting Women in Leadership June 2011 Supporting Women in Leadership Gender diversity at work Why be concerned with gender diversity in your workplace? Organizations that attract, retain, and advance women are: accessing talent from

More information

AN EMPLOYER S GUIDE TO EMPLOYING SOMEONE WITH DISABILITY

AN EMPLOYER S GUIDE TO EMPLOYING SOMEONE WITH DISABILITY AN EMPLOYER S GUIDE TO EMPLOYING SOMEONE WITH DISABILITY Introduction Australia s workforce is constantly changing to prepare for, and respond to our future economic, environmental and social goals. The

More information

Delivering Apprenticeship Training in a Blended Online Learning Environment

Delivering Apprenticeship Training in a Blended Online Learning Environment sait.ca CAF-FCA 2012 Conference June 5, 2012 Delivering Apprenticeship Training in a Blended Online Learning Environment Presented by: Lionel Shewchuk, PhD SAIT Polytechnic, Calgary AB Where we came from!

More information

H U M A N R E S O U R C E S F R A M E W O R K

H U M A N R E S O U R C E S F R A M E W O R K HALIFAX REGIONAL MUNICIPALITY Planning for Change Seizing Opportunities Safeguarding Our Future H U M A N R E S O U R C E S F R A M E W O R K Why Are We Here Today? To inform Council about our greatest

More information

HUMAN RESOURCES TOOLKIT:

HUMAN RESOURCES TOOLKIT: HUMAN RESOURCES TOOLKIT: A GUIDE FOR PROVINCIAL HOME BUILDERS ASSOCIATIONS TO MAKE REPRESENTATIONS TO THEIR RESPECTIVE PROVINCIAL GOVERNMENTS UNDER THE NEW FEDERAL LABOUR MARKET STRATEGY Canadian Home

More information

Human Resource Research Paper

Human Resource Research Paper Human Resource Research Paper Human Resource Management in a Call Center Instructor: Kathryn Taft Advanced Human Resources Management BADM 382 March 16 th, 2005 Raymond Chow Executive Summary One of the

More information

Gender Diversity in Corporate Pakistan

Gender Diversity in Corporate Pakistan Gender Diversity in Corporate Pakistan The participation of women in professional organisations in Pakistan and the Middle East is challenges for organisations that recognise the value companies in Pakistan

More information

A Survey of Needs and Services for Postsecondary Nontraditional Students

A Survey of Needs and Services for Postsecondary Nontraditional Students A Survey of Needs and Services for Postsecondary Nontraditional Students Part III: A Survey of School Departments As an initiative for the Perkins Career and Technical Education Grant, this survey is designed

More information

diversity is working government organizations businesses non-profit organizations BC Hydro

diversity is working government organizations businesses non-profit organizations BC Hydro diversity is working SPARC BC s Diversity is Working project provides seventeen (17) case studies of Lower Mainland organizations that have taken steps to make their workplaces more welcoming and inclusive

More information

5 Performance Management Tips for Small Businesses

5 Performance Management Tips for Small Businesses 5 Performance Management Tips for Small Businesses Table of Contents Top 6 Performance Management Mistakes...3 An effective performance management program can help create a more efficient and productive

More information

DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM. A Human Resource Management Framework

DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM. A Human Resource Management Framework DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM A Human Resource Management Framework HR POLICY AND PLANNING DIVISION HUMAN RESOURCE BRANCH Public Service Secretariat April, 2008 Government of Newfoundland

More information

EQUALITY AND DIVERSITY IN THE WORKPLACE. a guide for employers

EQUALITY AND DIVERSITY IN THE WORKPLACE. a guide for employers EQUALITY AND DIVERSITY IN THE WORKPLACE a guide for employers This Topic Guide has been commissioned and reviewed by Public Health England (PHE), and developed by Health@Work. The purpose is to provide

More information

Succession Planning. Women in Public Service Conference Hamline University. November 15, 2013

Succession Planning. Women in Public Service Conference Hamline University. November 15, 2013 Succession Planning Women in Public Service Conference Hamline University November 15, 2013 What is Succession Planning? 0 Succession planning is an organization s design to prepare individuals to fill

More information

Diversifying Your Workforce

Diversifying Your Workforce Diversifying Your Workforce INTRODUCTION INCENTIVES & ROI RECRUITING INTERVIEWING & HIRING ACHIEVING WORKPLACE SUCCESS RETAINING VALUED EMPLOYEES LINKS & RESOURCES A Four-Step Reference Guide to Recruiting,

More information

2014 Gender and Race Benchmark Trends: Recruitment. Opportunity Now and Race for Opportunity

2014 Gender and Race Benchmark Trends: Recruitment. Opportunity Now and Race for Opportunity 2014 Gender and Race Benchmark Trends: Recruitment Opportunity Now and Race for Opportunity Key Findings Unconscious bias continues to play a role during all the stages of recruitment of BAME candidates,

More information

EQUAL OPPORTUNITY PLAN JANUARY 1, 2016 DECEMBER 31, 2018 STOCKHOLM SCHOOL OF ECONOMICS (SSE)

EQUAL OPPORTUNITY PLAN JANUARY 1, 2016 DECEMBER 31, 2018 STOCKHOLM SCHOOL OF ECONOMICS (SSE) EQUAL OPPORTUNITY PLAN JANUARY 1, 2016 DECEMBER 31, 2018 STOCKHOLM SCHOOL OF ECONOMICS (SSE) Adopted by the SSE President on December 15, 2015 Table of Contents 1. Introduction... 3 2. Division of Responsibility

More information

509 467-0062 208 664-8958 humanix.com

509 467-0062 208 664-8958 humanix.com Connecting businesses to people who bring the valuable talents, skills and advanced know-how to make sure any level job temporary or permanent gets done right. 509 467-0062 208 664-8958 humanix.com Onboarding

More information

STRATEGIES FOR INCREASING NONTRADITIONAL ENROLLMENT

STRATEGIES FOR INCREASING NONTRADITIONAL ENROLLMENT STRATEGIES FOR INCREASING NONTRADITIONAL ENROLLMENT Recruitment Strategies Issue a personal invitation to a girl to attend a nontraditional class or activity in the class. Let her know you think she has

More information

DIVERSITY POLICY. This policy defines the initiatives which assist Beadell with maintaining and improving the diversity of its workforce.

DIVERSITY POLICY. This policy defines the initiatives which assist Beadell with maintaining and improving the diversity of its workforce. DIVERSITY POLICY OVERVIEW Beadell Resources Limited recognises its talented and diverse workforce as a key competitive advantage, and is committed to workplace diversity. Diversity includes, but is not

More information

A critical, bottom-line function!

A critical, bottom-line function! Chapter 9 Managing Human Resources and Labor Relations Human Resource Management Attracting, developing, and maintaining an effective workforce A critical, bottom-line function! Copyright 2003 Prentice

More information

Human Resources Management Program Standard

Human Resources Management Program Standard Human Resources Management Program Standard The approved program standard for Human Resources Management program of instruction leading to an Ontario College Graduate Certificate delivered by Ontario Colleges

More information

Recruitment and retention strategy Safeguarding and Social Care Division. What is the recruitment and retention strategy? 2. How was it developed?

Recruitment and retention strategy Safeguarding and Social Care Division. What is the recruitment and retention strategy? 2. How was it developed? Contents What is the recruitment and retention strategy? 2 How was it developed? 2 Newcastle story where were we? 2 Newcastle story where are we now? 3 Grow your own scheme 4 Progression 4 NQSW support

More information

GENDER DIVERSITY STRATEGY

GENDER DIVERSITY STRATEGY GENDER DIVERSITY STRATEGY Purpose TMB s Gender Diversity Strategy acknowledges the value of a gender diverse workforce and details our commitment to ensuring that all workplace policies support and enable

More information

Diversity and Equal Employment Opportunity Policy. Independence Group NL

Diversity and Equal Employment Opportunity Policy. Independence Group NL Diversity and Equal Employment Opportunity Policy Independence Group NL 1. PURPOSE AND SCOPE Independence Group NL (IGO) values diversity in all aspects of its business and is committed, at all levels

More information

Unit Five Who Wants to be an Entrepreneur?

Unit Five Who Wants to be an Entrepreneur? Unit Five Who Wants to be an Entrepreneur? 1 Contents Unit Overview 3 Learning and Teaching Activities within this Unit 5 Theme 1 Motivation to Start a Business 6 Theme 2 Northern Ireland s Entrepreneurial

More information

Estia Health Limited ACN ( Company ) and all related entities in the Estia Group ( Group ) Approved by the Board on 17 November 2014

Estia Health Limited ACN ( Company ) and all related entities in the Estia Group ( Group ) Approved by the Board on 17 November 2014 Estia Health Limited ACN 160 986 201 ( Company ) and all related entities in the Estia Group ( Group ) Approved by the Board on 17 November 2014 Contents 1 Diversity at the Company 2 1.1 Our commitment

More information

Call for Action on Unemployment, Underemployment and Skills Shortages

Call for Action on Unemployment, Underemployment and Skills Shortages Call for Action on Unemployment, Underemployment and Skills Shortages Introduction The graduates of Canada s colleges and universities face unacceptable rates of unemployment and underemployment while

More information

Defining Human Resources Moving to Strategic HR

Defining Human Resources Moving to Strategic HR Defining Human Resources Moving to Strategic HR P r e s e n t e d b y : S a s k a t c h e w a n S c h o o l B o a r d s A s s o c i a t i o n S c h o o l F o r T r u s t e e s - J a n u a r y 1 7, 1 8,

More information

Strategic HR Alignment

Strategic HR Alignment Strategic HR Alignment Company Overview The Phillips Group (TPG) provides a full range of human resources services to help our clients to grow, manage and maintain their businesses. Our certified HR consultants

More information

1. Identify and Describe the Stages in the Process for Developing Employees (text p. 380; ppt slides: 10.4 10.5)

1. Identify and Describe the Stages in the Process for Developing Employees (text p. 380; ppt slides: 10.4 10.5) Developing, Appraising, and Rewarding Employees 247 1. Identify and Describe the Stages in the Process for Developing Employees (text p. 380; ppt slides: 10.4 10.5) Developing Employees The development

More information

Career Planning and Development - EL4222

Career Planning and Development - EL4222 Exploring Careers Introduction to Work Defining Work Differentiate between a job, a career, and an occupation. Determine how career plans are affected by skills, interests, and preferred lifestyle. Examine

More information

Mentoring Guide. Get Started

Mentoring Guide. Get Started Mentoring Guide This guide provides a roadmap for any company, no matter the size of the business or the industry whether you re just getting started or you already have a mentoring program that you want

More information

Careers in insurance

Careers in insurance Career Connections Industry Overview Careers in insurance WORKING TOGETHER TO ADDRESS THE RECRUITMENT CHALLENGES OF OUR INDUSTRY CAREER CONNECTIONS IS THE GATEWAY TO HELP PEOPLE FIND THEIR PLACE IN INSURANCE.

More information

Employee Morale, Motivation, and Teamwork

Employee Morale, Motivation, and Teamwork Employee Morale, Motivation, and Teamwork Introductions About SESCO About me Overview of the program Program Objectives When you have completed this workshop on motivating the productive employee, you

More information

peer peer the white paper that clears up gray areas about peer-to-peer recognition.

peer peer the white paper that clears up gray areas about peer-to-peer recognition. peer to peer the white paper that clears up gray areas about peer-to-peer recognition. Baudville peer-to-peer recognition White Paper PAGE 1 Introduction The economic climate has challenged many workplaces.

More information

TRADE EXAMINATIONS IN ONTARIO. Exam Preparation Guide

TRADE EXAMINATIONS IN ONTARIO. Exam Preparation Guide TRADE EXAMINATIONS IN ONTARIO Exam Preparation Guide March, 2014 TABLE OF CONTENTS 1. Introduction... 4 2. Getting Started... 4 3. Basic Examination Details for You to Know... 5 4. Scheduling Your Examination...

More information

Practice Resource. Model policy. Workplace equality. Preface

Practice Resource. Model policy. Workplace equality. Preface Practice Resource Model policy Workplace equality Preface Achieving equality is a complex task that will be accomplished only if we apply good will and good sense to the challenge of creating inclusive

More information

Question # Multiple Choice True/False

Question # Multiple Choice True/False Discuss the manager s role in human resource management as it regards staffing, training, and employee performance appraisal. Explain how a manager achieves effective staffing and what tools are available

More information

A View into the Global Workforce Study

A View into the Global Workforce Study A View into the Global Workforce Study Global Trends and Canadian Results October 2012 2012 Towers Watson. All rights reserved. Discussion Outline The 2012 Global Workforce Study Overview and objectives

More information

THE WAY FORWARD GUIDE TO INNOVATIVE ATTRACTION AND RECRUITMENT STRATEGIES

THE WAY FORWARD GUIDE TO INNOVATIVE ATTRACTION AND RECRUITMENT STRATEGIES 04 THE WAY FORWARD GUIDE TO INNOVATIVE ATTRACTION AND RECRUITMENT STRATEGIES Once an organisation understands and communicates its Employee Value Proposition and Employer Brand, the next step is to ensure

More information

Interviewing Practice = Preparation

Interviewing Practice = Preparation Interviewing Practice = Preparation What is the Purpose of an Interview? STUDENT An interview is a two-way exchange, a conversation, in which both participants have some goals. The Interviewer wants to

More information

Repayment Resource Guide. Planning for Student Success

Repayment Resource Guide. Planning for Student Success Repayment Resource Guide Planning for Student Success 2013 Table of Contents Table of Contents... 1 Introduction... 3 Purpose of Document... 3 Role of Post Secondary Institutions... 3 Consequences of Student

More information

Human Resource Management: Finding and Keeping the Best Employees. Chapter 12 p352

Human Resource Management: Finding and Keeping the Best Employees. Chapter 12 p352 Human Resource Management: Finding and Keeping the Best Employees Chapter 12 p352 Working with People in just the Beginning Human Resource Management (HRM) The process of determining human resource needs

More information

The automotive manufacturing sector is

The automotive manufacturing sector is BUILDING A SUSTAINABLE WORKFORCE: APPRENTICESHIP IN THE CANADIAN AUTOMOTIVE INDUSTRY The Canadian Automotive Manufacturing Industry at a Glance The automotive manufacturing sector is struggling in the

More information

Human Resources Pillar

Human Resources Pillar Human Resources Pillar Policy No. 5.0 Date Approved: Dec. 2012 Projected Review Date: Dec. 2016 PURPOSE: Hamilton-Wentworth District School Board (HWDSB) believes that attracting, recruiting and retaining

More information

Integrating Newcomers into The Workplace. 6-17-2015 Presented by Tonya Syvitski

Integrating Newcomers into The Workplace. 6-17-2015 Presented by Tonya Syvitski Integrating Newcomers into The Workplace 6-17-2015 Presented by Tonya Syvitski Mixing what employers already know with the perspective of integrating new comers into their Canadian workforce Objective

More information

Accessible Recruitment and Selection Practices at Enterprise Holdings

Accessible Recruitment and Selection Practices at Enterprise Holdings MAKING EMPLOYMENT PRACTICES MORE ACCESSIBLE IN ONTARIO Accessible Recruitment and Selection Practices at Enterprise Holdings About This Series This profile is one in a series of case studies that features

More information

HRM. Human Resource Management Rapid Assessment Tool. A Guide for Strengthening HRM Systems. for Health Organizations. 3rd edition

HRM. Human Resource Management Rapid Assessment Tool. A Guide for Strengthening HRM Systems. for Health Organizations. 3rd edition HRM Human Resource Management Rapid Assessment Tool for Health Organizations A Guide for Strengthening HRM Systems 3rd edition . Human Resource Management Rapid Assessment Tool Copyright 2005, renewed

More information

Gender. Diversity Analysis. and. Discussion Paper and Lens

Gender. Diversity Analysis. and. Discussion Paper and Lens Gender and Diversity Analysis Discussion Paper and Lens by the Women in Employment Committee of the Canadian Association of Administrators of Labour Legislation August 8, 2003 INTRODUCTION The Women in

More information

Just for Teachers: An Introduction to Workplace Health and Safety

Just for Teachers: An Introduction to Workplace Health and Safety Just for Teachers: An Introduction to Workplace Health and Safety This introduction is intended to give you an overview of the eight key aspects of workplace health and safety in Nova Scotia workplaces,

More information

Talent Management Courses

Talent Management Courses Talent Management Courses Business Succession Planning Developing and Maintaining a Succession Plan Change is a hallmark of today s business world. In particular, our workforce is constantly changing people

More information

Answer Book Supervision

Answer Book Supervision Answer Book Supervision This booklet includes the answers to the review questions for each module. 2013 Answers to the review questions in Module 1 True or false? 1. The Public Libraries Act (1997) is

More information

10. Human resources planning for tourism in protected areas

10. Human resources planning for tourism in protected areas 10. Human resources planning for tourism in protected areas 10.1 Introduction This chapter contains a number of general observations about the importance of human resources planning. While these observations

More information

Career Management. Succession Planning. Dr. Oyewole O. Sarumi

Career Management. Succession Planning. Dr. Oyewole O. Sarumi Career Management & Succession Planning Dr. Oyewole O. Sarumi Scope of Discourse Introduction/Background Definitions of Terms: Career, Career Path, Career Planning, Career Management. The Career Development

More information

WAYS EMPLOYEE RETENTION PERFORMANCE REVIEWS

WAYS EMPLOYEE RETENTION PERFORMANCE REVIEWS BUSINESS PERFORMANCE GUIDE FIVE WAYS TO BOOST EMPLOYEE RETENTION AND EFFECTIVENESS WITH PERFORMANCE REVIEWS Recruiting new employees can cost companies tens of thousands of dollars. And while employee

More information

1. Overall, how satisfied are you working for The Company? Extremely Dissatisfied. Very Dissatisfied. Somewhat Dissatisfied.

1. Overall, how satisfied are you working for The Company? Extremely Dissatisfied. Very Dissatisfied. Somewhat Dissatisfied. Gathering information on employee satisfaction, this survey focuses on how employees feel about their job description, position within the company, relationships with colleagues and superiors, advancement

More information

CSR Practices of the Korean Companies

CSR Practices of the Korean Companies CSR Practices of the Korean Companies Characteristics by theme Jinkyoung Kim HERI A. Gender Issue Motivation/Issues selection - Gender issues are promoted through hiring more women. Initiatives on retaining

More information

Skills and Productivity Action Plan for Canada

Skills and Productivity Action Plan for Canada Skills and Productivity Forum Skills and Productivity Action Plan for Canada 1 Increase the supply of skilled workers available for productive employment 2 Improve the quality of workers skills available

More information

CAREER OPPORTUNITIES IN HUMAN RESOURCES TRAINING AND DEVELOPMENT

CAREER OPPORTUNITIES IN HUMAN RESOURCES TRAINING AND DEVELOPMENT CAREER OPPORTUNITIES IN HUMAN RESOURCES TRAINING AND DEVELOPMENT Description of the Field Attracting the most qualified employees and matching them to the jobs for which they are best suited is important

More information

AN EmplOyER S guide to EmplOyINg SOmEONE WIth DISAbIlIty Introduction

AN EmplOyER S guide to EmplOyINg SOmEONE WIth DISAbIlIty Introduction An employer s guide to employing someone Introduction Australia s workforce is constantly changing to prepare for, and respond to, our future economic, environmental and social goals. Increasingly, employers

More information

Training Management Guidelines

Training Management Guidelines Training Management Guidelines February 2009 Training Management Guidelines - February 2009 These guidelines provide a strategic approach to training and skills development in the construction industry

More information

The Competitive Advantage:

The Competitive Advantage: The Competitive Advantage: A Business Case for Hiring Women in the Skilled Trades and Technical Professions Compiled by the Canadian Apprenticeship Forum on behalf of the Forum of Federal-Provincial-Territorial

More information

Nursing. Nunavut. Recruitment and Retention Strategy 2007 2012 NUNAVUT NURSES BE THE DIFFERENCE

Nursing. Nunavut. Recruitment and Retention Strategy 2007 2012 NUNAVUT NURSES BE THE DIFFERENCE Government of Nunavut Department of Health and Social Services Nunavut Nursing Recruitment and Retention Strategy 2007 2012 NUNAVUT NURSES BE THE DIFFERENCE Nunavut Nursing Recruitment and Retention Strategy

More information

diversity is working non-profit organizations businesses government organizations

diversity is working non-profit organizations businesses government organizations diversity is working non-profit organizations SPARC BC s Diversity is Working project provides seventeen (17) case studies of Lower Mainland organizations that have taken steps to make their workplaces

More information

Manager briefing. Gender pay equity guide for managers GENDER P Y EQUITY

Manager briefing. Gender pay equity guide for managers GENDER P Y EQUITY Manager briefing Gender pay equity guide for managers GENDER P Y EQUITY Manager briefing Gender pay equity guide for managers Managers play a vital role in addressing pay equity as they are responsible

More information

Talent Plan: Succession and Leadership Planning

Talent Plan: Succession and Leadership Planning Ottawa Public Library s Talent Plan: Succession and Leadership Planning Barbara Clubb City Librarian & CEO, Ottawa Public Library Barbara.Clubb@BiblioOttawaLibrary.ca 1 Ottawa Public Library: an amalgamated

More information

Self Assessment Tool for Principals and Vice-Principals

Self Assessment Tool for Principals and Vice-Principals The Institute for Education Leadership (IEL) brings together representatives from the principals' associations, the supervisory officers' associations, councils of directors of education and the Ministry

More information

Learning and Development Hiring Manager Guide For Onboarding A New Manager

Learning and Development Hiring Manager Guide For Onboarding A New Manager Learning and Development Hiring Manager Guide For Onboarding A New Manager www.yorku.ca/hr/hrlearn.html Table of Contents Introduction...1 What is Onboarding?...1 What is the Difference Between Orientation

More information

Branding the Government As An Employer of Choice

Branding the Government As An Employer of Choice Branding the Government As An Employer of Choice By Neil Reichenberg, IPMA-HR Executive Director If governments are both to compete successfully for talented applicants and retain high performing employees,

More information

Lecture 4 (Chapter 6 of textbook) Recruiting Human Resources

Lecture 4 (Chapter 6 of textbook) Recruiting Human Resources Lecture 4 (Chapter 6 of textbook) Recruiting Human Resources 1 This lecture will deliver the concept of recruitment process within organisations, including addressing the need for a strategic recruitment

More information

Report September, 2008 How Many is Too Many?

Report September, 2008 How Many is Too Many? Report September, 2008 How Many is Too Many? A comparative analysis of journeyperson-to-apprentice ratios across Canada Plamen Petkov, Senior Policy Analyst Introduction Canada currently has 13 different

More information

Master of Arts (Industrial and Organizational Psychology) M.A. (Industrial and Organizational Psychology)

Master of Arts (Industrial and Organizational Psychology) M.A. (Industrial and Organizational Psychology) Master of Arts (Industrial and Organizational Psychology) M.A. (Industrial and Organizational Psychology) Objectives The program aims to enable graduate students to analyze, to carry on the research projects,

More information

Benefits of the APMP Professional Certification Program to Organizations & Individuals

Benefits of the APMP Professional Certification Program to Organizations & Individuals Benefits of the APMP Professional Certification Program to Organizations & Individuals Table of Contents TABLE OF CONTENTS... 2 INTRODUCTION... 4 THE PROFESSIONAL Certification PROCESS... 5 THE BENEFITS

More information

Role of Manager. Our goal for today is for you to understand your critical role in onboarding your new staff. To do that you must:

Role of Manager. Our goal for today is for you to understand your critical role in onboarding your new staff. To do that you must: Role of Manager Our goal for today is for you to understand your critical role in onboarding your new staff. To do that you must: Understand your role in the process Know the resources you can tap into

More information

Mental Health at work. Why it matters

Mental Health at work. Why it matters Mental Health at work Why it matters Mental Health at work Why it matters Levels of stress, depression, burnout have reached epidemic levels Are our workplaces healthy? Stress, anxiety, and depression

More information

The 5 Forces that are Changing Employee www.namely.com Performance Reviews

The 5 Forces that are Changing Employee www.namely.com Performance Reviews REINVENTING THE PERFORMANCE REVIEW The 5 Forces that are Changing Employee Performance Reviews 1 REINVENTING THE PERFORMANCE REVIEW The 5 Forces that are Changing Employee Performance Reviews Summary This

More information

Stanislaus County Supervisor Training Academy Training Catalog 2016

Stanislaus County Supervisor Training Academy Training Catalog 2016 Stanislaus County Supervisor Training Academy Training Catalog 2016 Training Courses Budgeting/Financial Overview Compliance/Payroll Regulations Conducting a Recruitment Disability Management Employee

More information

Government Job Search Websites. A guide for newcomers to British Columbia

Government Job Search Websites. A guide for newcomers to British Columbia Contents 1. Government Job Search Websites... 2 2. WelcomeBC... 3 3. WorkBC... 5 4. Job Bank... 7 5. New to BC... 9 1. Government Job Search Websites Introduction Searching for a job has gone electronic.

More information

HIRING MANAGER ONBOARDING GUIDE

HIRING MANAGER ONBOARDING GUIDE HIRING MANAGER ONBOARDING GUIDE Helping a new employee feel comfortable and welcome not only on the first day, but also through the first three - five months of their employment, is one of the keys to

More information

Workforce Diversity Policy Province of Prince Edward Island

Workforce Diversity Policy Province of Prince Edward Island Workforce Diversity Policy Province of Prince Edward Island Introduction The Government of Prince Edward Island recognizes that its employees are a valuable asset, and aims to attract and retain the best

More information

Landscape Horticulturist Apprenticeship Program (LHAP) Newfoundland and Labrador (NL) Questions and Answers

Landscape Horticulturist Apprenticeship Program (LHAP) Newfoundland and Labrador (NL) Questions and Answers Landscape Horticulturist Apprenticeship Program (LHAP) Newfoundland and Labrador (NL) Questions and Answers The following are some key FAQ s, supplemented with additions from the Interprovincial Standards

More information

GNWT Employee Engagement & Satisfaction Survey. Report of Results August 2011

GNWT Employee Engagement & Satisfaction Survey. Report of Results August 2011 GNWT Employee Engagement & Satisfaction Survey Report of Results August 2011 1 INTRODUCTION Background In 2004, at the Annual Public Service Commissioners conference, measuring employee satisfaction and

More information

Workplace Diversity Strategies: Utilizing Universal Design to Build an Inclusive Organization

Workplace Diversity Strategies: Utilizing Universal Design to Build an Inclusive Organization Workplace Diversity Strategies: Utilizing Universal Design to Build an Inclusive Organization S E A N M C E W E N C A L G A R Y A LT E R N AT I V E E M P L O Y M E N T S E R V I C E S W W W. C A L G A

More information

GUIDE PASSION FOR PEOPLE. www.investingintalent.co.uk ENTRY

GUIDE PASSION FOR PEOPLE. www.investingintalent.co.uk ENTRY ENTRY GUIDE Early Bird entry deadline: 22 April Final entry deadline: 1 June THE RECRUITMENT AWARDS THAT PUT TALENT FIRST It s great when a hardworking, dedicated team is recognised by an external organisation.

More information

Ontario Leadership Strategy. Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum

Ontario Leadership Strategy. Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum Ontario Leadership Strategy Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum Contents 1. Purpose 2. Why Succession Planning and Talent Development?

More information

Valuing Diversity. Cornerstones. 1. Diversity is about inclusion and engagement!

Valuing Diversity. Cornerstones. 1. Diversity is about inclusion and engagement! Valuing Diversity Cornerstones 1. Diversity is about inclusion and engagement! 2. The most important issue is always human dignity and total quality respect! 3. Prejudice is eliminated by developing high

More information

Peer Mentoring for the New Employee

Peer Mentoring for the New Employee Peer Mentoring for the New Employee Making a Difference One Employee At A Time Presented by Richard Pimentel Senior Partner, Milt Wright & Associates, Inc. The following materials are copyright excerpts

More information

performance and development

performance and development Unit 205 Manage personal performance and development UAN: L/506/1788 Level: 2 Credit value: 4 GLH: 18 Relationship to NOS: Assessment requirements specified by a sector or regulatory body: Aim: Management

More information

The way we work is changing Flexiworkforce is here to help. Media Pack 2015 www.flexiworkforce.com

The way we work is changing Flexiworkforce is here to help. Media Pack 2015 www.flexiworkforce.com The way we work is changing Flexiworkforce is here to help Media Pack 2015 www.flexiworkforce.com The way we work is changing Flexiworkforce is here to help. Every year in the UK more and more of us want

More information

Apprenticeship Supply and Demand Challenges. Dialogue Findings Summary

Apprenticeship Supply and Demand Challenges. Dialogue Findings Summary Apprenticeship Supply and Demand Challenges Dialogue Findings Summary About the Canadian Apprenticeship Forum The Canadian Apprenticeship Forum Forum canadien sur l apprentissage (CAF-FCA) is a national,

More information